What responsibilities do employers have to remote workers?
Tayla Collins explains what employers need to do to support remote workers, particularly in the legal sector. She emphasises the importance of tackling burnout, physical discomfort, and feelings of isolation, and suggests ways to create a healthier home working environment.
Many legal professionals now work remotely, either full-time or as part of a hybrid model. This new way of working offers people a much better opportunity to balance their personal and professional responsibilities, cutting back on time spent commuting and increasing productivity and focus. However, there are some negative side effects of remote working which employers need to be aware of, so that they can better protect and support their employees.
Here, we will discuss some key issues that both employers and employees need to consider when working remotely.
Burnout
Burnout is a term for when someone is physically, mentally and emotionally exhausted. It can be caused by consistently over-working, lack of sleep, struggling with stress, and other factors – but remote working is a clear instigator.
Research shows that 86% of people who work remotely full-time have suffered burnout – around a 28% higher percentage than those working in traditional office settings.
Especially in high-pressure industries such as the legal sector, employees can feel a lot of pressure to work overtime. And with their laptops at home, and no clear cut-off point, it can feel impossible to ‘switch off’ from their work. To avoid these temptations, it’s crucial that employers set clear boundaries around working hours and encourage their employees to shut down their computers and any other professional devices outside of their working hours.
Frequent, relaxed conversations should be a cornerstone of any good employer-employee relationship, in which employees feel able to say if they need support or to spend less time logged in without receiving criticism or punishment.
Physical health
Even though remote workers can’t rely on their desk set-up being provided for them, ensuring it is comfortable is key to avoid physical issues. Poor posture can cause chronic back and neck pain and having your keyboard at the wrong height or angle can lead to hand, wrist and finger cramping.
Employers should focus on educating their employees about how to create a comfortable and effective work environment. This could include paying for ergonomic seating, laptop stands or appropriate equipment. It’s also important to encourage employees to take regular breaks from their desk, so they can move their bodies and have a break from looking at the screen. Not only will this support their physical health, but it will also reduce the risk of mental burnout.
Unfortunately, illness can affect anyone, whether they work remotely or not. A good company will ensure protective measures are in place for their employees, so they can recover without having to worry about money. Sick pay is a basic first step that works well for short-term illness, but flexible working hours can also be implemented to support employees who are struggling with long-term health conditions.
Emotional health
Remote working can be a contributing factor to feelings of isolation, depression and anxiety. Especially for those who live alone, not being in a bustling office can make people feel detached from their colleagues and wider human relationships.
Employers have a responsibility to protect their employees’ wellbeing and emotional health, and there are many ways to do this without being physically present.
Regular video calls and check-ins where the focus is less about work and more of a general chat can help employees to connect and bond as a team – you could even try to host some virtual social events to boost team morale. Again, gentle encouragement from employers to switch off from work and spend time with friends and family, book holiday, and not work overtime unnecessarily can go a long way in helping employees maintain a positive outlook and emotional state.
It’s important for employers to remember they have a ‘duty of care’ to their employees, in which the law states they must treat any physical or mental illness equally. Employers must ensure they actively protect their staff from discrimination and carry out regular risk assessments to cultivate a positive working environment.
A holistic approach
Modern employment isn’t just about driving results, it’s also about building a supportive culture where people feel empowered, supported and protected. Afterall, employees are the driving force of any business, so putting their wellbeing first is essential for any legal firm or organisation.
To facilitate sustainable top-line growth, employers should consider their responsibility to look after their employees physically and emotionally, whilst putting measures in place to ensure they aren't under undue stress or pressure that could lead to burnout.
Tayla Collins is a workplace wellness consultant dedicated to creating healthier and more productive work environments. With a decade of experience, she specialises in implementing strategies that improve the employee experience and promote organisational success.
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